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Is there a difference for gay and lesbian people coming out and bringing their full selves to work compared to transgender people?
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How would you feel if you couldn’t show a photo of your significant other at work or talk about what you did over the weekend? Discuss if this has gotten better as more prominent people have publicly come out. Since many national figures have come out, is it easier for employees in your organization to come out? Percentage of procurement spent with certified LGBT vendors.Whether the company certifies LGBT vendors with the National Gay & Lesbian Chamber of Commerce.Whether the company attempts to track the number of LGBT employees, including voluntary disclosure.Percentage of philanthropic endeavors aimed at LGBT nonprofits.Having active LGBT employee resource groups.Other best practices examined for this list include: All companies have the Human Rights Campaign Foundation’s Corporate Equality Index (CEI) 2017 rating of 100%. In compiling this list, we look at best practices that create an inclusive workplace for LGBT employees, as well as relationships with LGBT communities outside of the company. This page includes the DiversityInc Top Companies for LGBT Employees. It’s also critical to note that almost everyone has an LGBT relative or friend, and that straight allies also frequently make purchasing and business decisions based on whether they perceive an organization to be inclusive. CLICK ON IMAGE TO DOWNLOADĪfter discussion of the Timeline, the next step is to review available data and understand why the ability for more LGBT people to be open and treated equally under the law has profound societal and business implications. How does someone prominently in the news, like Caitlyn Jenner, impact others in the LGBT community? This discussion can be further explored after the Facts & Figures section below is discussed. This is a personal discussion designed to help employees note other barrier breakers historically. Why are “firsts” important to note? What other barrier breakers have you witnessed in your lifetime? Have you ever heard people at work making homophobic comments? What did you do? Do you know what your corporate policies are on hate speech at work? Discuss what it’s like for companies located in states like North Carolina and Mississippi and what your company would do in those circumstances. How can we build an atmosphere of inclusion, regardless of our personal or religious views? It’s important to discuss how rapidly rights for the whole LGBT community are evolving and what that means for corporations, schools, religious institutions and government. We recommend you start your employees’ cultural-competence lesson by using this Timeline, which documents LGBT organizations, important “firsts,” fights against discrimination and significant political and legal changes in the United States. It’s more vital than ever for your workforce to be culturally competent and to understand what LGBT equality means. The landscape for LGBT rights and being open has changed dramatically over the past few years, perhaps most notably with the legalization of same-gender marriage in June 2015.
WHY GAY PRIDE MONTH IS IMPORTANT DOWNLOAD
CLICK IMAGE TO DOWNLOAD ENTIRE MEETING IN A BOX This information should be distributed to your entire workforce and used by your LGBT/allies resource group, internally and externally, as a year-round educational tool. And our cultural-competence series, “Things NOT to Say,” focuses on LGBT people this month.Facts & Figures on demographics of open LGBT people income/buying power/customer loyalty and major LGBT people in business, sports, entertainment and politics.Below is a Timeline of barriers that have been broken, major legislation and legal decisions, protests and landmark events impacting LGBT people and their allies.
WHY GAY PRIDE MONTH IS IMPORTANT PDF
Each section is available as a separate PDF you can forward the entire document or link to it on DiversityInc Best Practices or you can print it out for employees who do not have Internet access. This Meeting in a Box tool is designed for distribution to all employees. For June, which is LGBT (Lesbian, Gay, Bisexual, Transgender) Pride Month, we’re providing a valuable tool to share with all your employees as you continue their education in cultural competence.